Ice` and the workplace - NCETA

‘Ice’
and the workplace
Ken Pidd & Ann Roche
There is increasing concern about methamphetamine use in the community and among workers.
This document provides information on methamphetamine use and its implications for workplaces.
For more information and resources visit the NCETA website at: http://nceta.flinders.edu.au/
National Centre for Education and Training on Addiction (NCETA), Flinders University
1. What is ice? Is it any different from other drugs?
‘Ice’ is crystal methamphetamine, a form of
methamphetamine that is also known as crystal meth,
meth, crystal, shabu, batu, d-meth, tina, glass, or
shard. Ice is usually smoked or injected. Other forms of
methamphetamine include powder (speed) and base.
Ice is more potent and more
likely to cause dependence
(addiction) than other forms of
methamphetamine.
Ice and other forms of methamphetamine belong to
the ‘stimulant’ class of drugs, which also includes
amphetamine, ecstasy, and cocaine. These drugs
stimulate the brain and central nervous system,
resulting in increased alertness and physical activity.
Other classes of illicit drugs include:
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depressants (which slow brain and nervous system
activity, resulting in relaxation and feelings of
calmness) and
hallucinogens (which interfere with the brain and
central nervous system to distort perceptions of
reality).
Ice is considered to be the most potent form of
methamphetamine and the ‘high’ experienced from it
is more intense than other types of methamphetamine.
Approximately half of those who use ice do so weekly
or monthly.
Ice use results in an intense ‘rush’ (especially when
smoked or injected). This effect can last between four
and twelve hours.
The high potency of ice and frequency of use can increase
physical and mental problems and risk of dependence.
2. Why do people use ice?
3. What are the risks?
Methamphetamine use (including ice) increases
levels of serotonin, a neurotransmitter that regulates
sleep, mood and appetite.
Ice use is associated with a range of physical and
mental health risks. In the short-term, ice (and other
forms of methamphetamine) can result in increased
heart rate, hypertension and constricted blood vessels.
Its use results in feelings of intense euphoria,
exhilaration and increased arousal and activity.
This can result in the user feeling alert, energised,
talkative, happy, confident and powerful.
Some people use methamphetamine socially at
events such as parties or clubs. Others use it to
combat fatigue or suppress their appetite.
Long-term use can result in increased risk of stroke,
ruptured blood vessels in the brain, decreased lung
function, exposure to blood borne viruses (if injected),
and poor dental health.
Regular use can also negatively affect eating patterns
and dietary intake resulting in poor physical health.
Ice use can also result in poor cognitive function,
depression, anxiety, and psychosis. Regular ice users
can get stressed easily and their moods can fluctuate
quickly. Longer-term problems with anxiety and
depression can develop.
Ice use can cause paranoia and hallucinations and
some users may also become aggressive and violent.
Using ice regularly can also lead to social and financial
problems and family and social breakdown.
Many regular users develop tolerance and need to take
more of the drug to get the same effect. As a result,
the user needs to increase their dosage. Some users
need the drug to feel ‘normal’ and the urge to use the
drug can become more important than other activities
in their lives.
Withdrawal symptoms include:
• disorientation and poor
concentration
• decreased energy and apathy
• depression, anxiety, panic and
paranoia
• extreme fatigue and exhaustion
• headaches and general aches
and pains
• hunger and increased appetite
• disturbed and restless sleep.
While only a minority of users become dependent, if a
person who is dependent on ice suddenly stops taking
it they will experience withdrawal symptoms that may
last for several weeks.
4. What are the risks and concerns for workplaces?
Ice (and other methamphetamine) use among the
workforce has implications for workplace safety. Use
can impair concentration, the ability to gauge speed
and distance, judgment and coordination. It is not safe
to drive, operate machinery, or work in safety sensitive
situations when affected by ice.
While the intoxicating effects of ice generally
last around 6 hours, workplace safety may be
compromised for much longer. The immediate after
effects of ice use can include drowsiness, and users
may find it difficult to sleep for several days following
use. This can result in increased levels of fatigue, poor
concentration, and impaired judgement.
Longer-term physical and mental health problems
associated with regular ice use may also negatively
impact on workplace safety and productivity.
NCETA research has identified that, compared to other
employees, those using methamphetamine are more
likely to:
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report high levels of psychological distress
be absent from work
attend work under the influence of drugs
drive or operate hazardous machinery while
affected
verbally or physically abuse someone while
affected.
Anti-social and risk-taking
behaviours associated with
methamphetamine use
may extend to
workplace violence, harassment
and bullying,
and impact negatively
on workplace morale.
5. Are any workplaces or working
populations at particular risk?
NCETA research has identified workforce groups
with comparatively higher prevalence levels of
methamphetamine use. In general, those who are
young (18-30 years old), male, and employed as
tradespersons or technicians are the workforce groups
most likely to use methamphetamine. However,
particular industry groups such as hospitality,
construction, mining, and manufacturing also have
elevated levels of methamphetamine use.
Workplaces at elevated risk are those where:
• ice (and/or other methamphetamine) is readily
available
• young males (18-30 years old) are employed
• working conditions facilitate use (e.g., high levels of
work stress, long hours, shift work).
6. What should workplaces do?
There has been a shift towards ice as the preferred
form of methamphetamine. While the use of ice
appears to be increasing, use among the workforce
remains relatively low and use at work is even lower.
Nonetheless, workplaces need to remain vigilant in
order to detect and manage drug related risk to safety
and productivity.
Those who use ice are likely to be experiencing risks
and harms (such as mental health problems) but
may not consider their problems severe enough to
contact a treatment service. While not all employees
exhibiting the behaviours listed below will be using
methamphetamine, observations of such behaviour
can be used as a trigger for performance or safety
related discussions with the employee or referral to
an EAP or counselling service. Such referrals may
increase pathways to treatment.
Signs a worker may be using ice
(or other forms of methamphetamine)
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Extreme tiredness at the beginning of the working week
Unexplained irritability, agitation or mood swings
Difficulty concentrating, poor work or study performance
Unexplained patterns of absenteeism/lateness
Mental issues such as paranoia, depression, moodiness
Apparent unconcern about otherwise serious matters
Heath problems, such as poor appetite, palpitations, infected injection
sites or lesions.
7. Recommended workplace policies and strategies
The workplace is increasingly recognised as a
prevention and intervention setting for dealing with
drug use and related harms.
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The majority of methamphetamine users are
employed, and the workplace offers an opportunity
to access drug users in order to minimise harm and
prevent further use and/or dependence. The workplace
also offers an opportunity to intervene or refer regular
or dependent users to treatment.
Workplace education and training programs
also need to include harms associated with
methamphetamine use such as needle stick
injury and infection control. Injecting drug use
increases risk of blood borne viruses among
users, and infection risk to non-drug users.
Workplace strategies to address methamphetamine
risks to safety and wellbeing include:
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Supervisor/manager training: It is important
that supervisors and others responsible for
the management and implementation of
workplace alcohol and drug policies are aware
that symptoms such as negative mood states,
cognitive dysfunction, and fatigue can be
associated with methamphetamine use.
Employee awareness: Workplace education
and training programs need to highlight the
potential link between methamphetamine use
and poor physical and mental health. Raising
awareness of health risks is an important
preventative strategy.
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Health promotion: Workplace health
promotion programs can address the health
risks associated with methamphetamine (and
other drug) use. These include the negative
impact methamphetamine use can have on
sleep, mood, and eating, which in turn can
affect performance and safety at work.
Addressing employee health can serve as a
‘trigger’ for discussions with employees about
the ways in which drug use can impact their
health and work performance.
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EAP: NCETA research indicates that risky
behaviours such as polydrug use, risky
alcohol use and high levels of psychological
distress are more prevalent among employed
methamphetamine users than other workers.
Access to EAP and/or other counselling
services is therefore important.
Related workplace policies: NCETA
research has identified an association between
methamphetamine use and verbal and/or
physical abuse in the workplace. This indicates
that workplace bullying/harassment policies
may be required.
8. Other tips
Workplace drug testing is one strategy that has
attracted attention. While this strategy can be useful for
identifying drug use, its ability to detect the full extent
of drug use and associated problems is limited unless
blanket testing of an entire workforce is regularly
undertaken.
Recent NCETA research has found that drug testing
alone has limited effectiveness in reducing workforce
drug use or improving workplace safety.
A large proportion of methamphetamine use occurs
recreationally. Methamphetamine has a saliva/
urinalysis detection period of approximately 24 hours
after use. Since most workplace testing occurs
during normal working hours, weekend use may be
undetectable. In addition, drug testing cannot detect
psychological factors associated with regular use,
such as anxiety, depression, paranoia, and aggressive
behaviour that can impact workplace productivity,
safety and worker wellbeing.
Contact Us
NCETA has extensive experience in providing
consultancy and advice concerning the management
of alcohol and drug related risk to workplace safety
and productivity.
NCETA can offer assistance with:
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Reviewing and developing workplace alcohol
and drug and employee wellbeing policies
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Developing and implementing workplace
alcohol and drug interventions and employee
wellbeing strategies
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Developing and implementing tailored
employee awareness and education programs
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Developing and implementing tailored manager
and supervisor training programs
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Evaluating existing education, training, and
intervention strategies
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Conducting workplace alcohol and drug risk
assessments and employee wellbeing needs
analyses.
For more information about NCETA’s workplace
alcohol and other drug policies and research, visit
or contact:
W: nceta.flinders.edu.au/workplaces
E: [email protected]
P: 08 8201 7535
Workplace drug testing can be an effective strategy if
combined with a comprehensive policy approach that
incorporates additional strategies such as education
and training. To be effective these additional strategies
cannot be ‘off the shelf’ generic education and training
programs. Rather, they need to be designed for the
specific working environment, working conditions, and
demographic profile of each workforce.
Details of the NCETA research referred to in this
resource are available from the authors.
Please feel free to contact NCETA for further
information about ice and/or other drug and
alcohol use in the workplace.
© NCETA, 2015